8/4/2019 A Typical Comprehensive Competency Dictionary Should Include a Broad Range of Competencies Developed Throu

1/1

A typical comprehensive competency dictionary should include a broad range of competencies

developed through extensive literature search, review of best practices as well as ongoing

refinement based on field research with various client groups. The competencies in the dictionary

are required by a broad range of employees functioning within a wide variety of private and

public sector organizations. The demonstration of these competencies by employees and

managers is related to increased performance at the individual, team, and organizational levels.

Each competency has a general definition, which provides the user with a general understanding

of the type of behavior addressed by a particular competency. Each competency includes up to

five proficiency levels and each level has an associated brief statement describing how that

particular level is distinct from the other levels within that competency. The behavioral

indicators at each proficiency level are illustrative of the proficiency level as opposed to

representing a definitive list of all possible behaviors at each level.

Finally, the defined levels of proficiency for each competency are incremental and additive so

that employees demonstrating proficiency at a particular level can be assumed to perform

effectively at all competency levels below (see example on previous page). HRSG'sComprehensive Competency Dictionary is divided into two sets of competencies:

1. General Job Competencies common across many jobs and demonstrate the keybehaviors required for success regardless of position.

2. Job Specific Competencies these are required for success in particular functions or jobs.Proficiency Levels

Organizations typically include incremental competency proficiency scales as part of the overall

competency structure. These scales reflect the breadth of proficiency typically required by the

organization within a competency area. For example, communication skills may be arequirement for most entry-level jobs as well as at the Executive levels; however, the depth and

breadth of communication proficiency needed at these two levels may be quite different.

The proficiency scales serve two purposes:

1. They facilitate planning and development for improvement within current roles or jobs;and

2. They allow for comparisons to occur across jobs, roles and levels, not only in terms of thecompetencies required, but also the proficiency levels needed using a common

incremental scale for defining the competencies.

Thus, having competency proficiency scales supports career development, succession

management and human resource planning activities within the organizat